We intentionally leveraged the equalizing power of the virtual environment to include everyone in dialogue and ensure that no one feels excluded.

Leaders must hold themselves and others accountable to change.

“The need to keep employees informed, engaged, and included is even more important during the COVID-19 pandemic,” said Morey.

It's important that we engage with Ahmaud Arbery's death and the circumstances surrounding it because one lesson is that white people in the United States are not taking enough action to be actively anti-racist.

Even in the midst of new hurdles, familiar problems still persist around diversity, equity, and inclusion (DEI), and many organizations are adapting their DEI work to keep it rolling.

Privilege, allyship, bias, uncertainty, awareness, and more play a role in every fight for equity across cultures, and understanding these universal challenges can help guide conversations about race.

Equity means recognizing that people need different things to succeed, even if that means an uneven distribution of resources, time, or support.

The DEI field is evolving rapidly, shifting focus from discussing the business case to taking action, fostering equity, and embracing systemic change.

The DEI field evolves rapidly as people build new levels of understanding, consciousness and empathy, and yet it is needed more than ever as bias and discrimination remain painfully, persistently, everywhere. With more of this work being global, we need common dynamics for our focus.

As we reflect on the year, it’s clear that while unconscious bias awareness has grown, deeper, action-focused conversations around issues like race and allyship are now more necessary than ever.

This month sparks a hopeful question: What can we learn from the way our thinking and talking about Native cultures has changed and evolved over time?

One mid-size financial firm is seeing the results of their hard work surface in exciting, measurable changes.

DEI must ultimately be approached as a systems issue, addressing policies, processes, and the culture of an organization to define who thrives—and who doesn’t.

Culture changes when leaders take action to change it, and all leaders have a responsibility to create an equitable and inclusive community.

"I was able to walk into a space that was changing the rules of the game. I was given an opportunity to create a new choice in a society plagued with blues and pinks, mens’ and women’s categories."

Stand Up for Diversity! is our latest method of creating a shared experience that can create a safe space to explore complex diversity dilemmas through humor.

Cultural humility describes a leadership approach that is 'others-oriented' and doesn’t assume that any culture is the norm or the standard to which to compare others.

Most people feel there is a right and a wrong way of doing things, and the way they are operating is right, and the “other” culture should adapt. But that is the wrong place to start.Instead, organizations and their employees must first question that first assumption.

Just as your sphere of influence does not stop at the perimeter of your organization, neither should your efforts to be more diverse, equitable and inclusive.

At IBIS, we've found that middle managers want and need more information about Diversity, Equity and Inclusion (DEI), but lack two key resources required to make meaningful change: Time and Tools.